Do you want a productive, engaged and stable workforce?
Business Culture Coaching
Patterns of Possibility coaching helps your organization foster a work culture that encourages open communication and authentic expression.
Working professionals will build better relationships with their professional peers which helps employees feel more engaged, fulfilled and combat quiet quitting.
Let’s work together to foster a productive environment where workers feel as sense of belonging, community and loyalty.
When your team works with me…
Your team will…
Discover how to cultivate meaningful relationships with their peers over a series of small purposeful interactions.
So that your team can...
Communicate with openness that creates a psychologically safe environment which encourages your employees to collaborate.
Transforming your group…
Into a more productive team as they associate a sense of purpose, belonging, and happiness with their workspace and colleagues.
How It Works
I create custom programming (in person or virtual) based on organizational and employee needs that can range anywhere from a one-off workshop, to 1 on 1 employee coaching.
Step 1.
Survey the team culture.
We’ll take a pulse of the team culture to discover what’s important to each team member. We’ll uncover communication styles, goals, sense of belonging, motivations and more.
Step 2.
Educate.
As a group we’ll sort out the state of the team culture is currently, what the team wants it to be in the future and develop the program accordingly.
Step 3.
Develop New Habits.
We’ll work together as a group and individuals over a period of weeks learning and consciously implementing the new culture through everyday conversation and intentional interactions.
Why Does My Organization Need This Now?
Because you recognize that your team needs more than a pizza party or happy hour to keep motivated, loyal and productive.
Because you notice a trend of quiet quitting and you can’t afford to have your best employees suddenly quit.
Because it’s expensive to attract and train new talent.
Because you see your team as an important investment for the future of your organization.
Because if you don’t do something now, you’ll lose great team members.
Because you’re having difficulty attracting new talent.
Because your team is working remotely and you’re concerned about them being isolated and siloed.
Because your team’s productivity and morale are low even though you’ve invested in employee wellness programs.
Because your leadership team has high EQ and you want to ensure that they are supported by a great culture.
Employees Seek Personal Value and Purpose at Work. Be Prepared to Deliver.
(Read entire Gartner Article)
The pandemic and subsequent economic and political volatility has forced everyone to examine their choices about how they spend their time, energy and social capital. Employees seek to gain more value from their jobs. Gartner calls this “The Human Deal,” which has five components:
Deeper connections. Feeling understood through family and community connections, not just work relationships.
Radical flexibility. Feeling autonomous in all aspects of work, not just when and where it gets done.
Personal growth. Feeling valued through growth as a person, not just as a professional.
Holistic well-being. Feeling cared for by ensuring holistic well-being offerings are used, not just available.
Shared purpose. Feeling invested in the organization by taking concrete action on purpose, not just through corporate statements.
My coaching provides solutions for each component of Gartner’s “Human Deal.”
Deeper connections - Teams will get to know their team members on a more human level by sharing authentic experiences.
Radical Flexibility - Teams will be encouraged to build relationships with those not within their departments.
Personal growth - Teams will learn to cultivate psychological safety which allows team members to talk about any challenges so that a solution can be discovered.
Holistic well-being - Teams will learn actionable steps with guidance to practice and incorporate in the organizational culture.
Shared purpose - Teams will develop a sense of care for each other’s well being, build comradery and develop a desire to collaborate more often. When people feel like they belong, they stay for long.
Create A Culture Where Team Members Thrive
With Coaching You Will See A Return on Your Investment
Big Expensive Outings Don’t Work.
Have you tried group outings like Axe Throwing, Mini Golfing or going to an Escape room?
Whereas events are big and exciting, the ROI isn’t worth it. If the purpose of the event is to bring employees together, it rarely works. Most employees would rather not attend those big fancy expensive outings! In fact, organizations garner even more disproval for the company culture for imposing “mandatory fun” upon them.
✔ Meaningful relationships are cultivated over a series of small purposeful interactions—they happen moment to moment.
Good Leaders Need Great Teams.
Have you tried heavily investing in leadership training hoping for great returns?
While there is no doubt that leadership training plays a large role in employee happiness, productivity and retention, it is not the only factor.
Because it’s not enough to give an employee a task and a goal these days, many good leaders are overwhelmed with the mental responsibilities of making sure their teams are engaged, happy and productive.
While good leaders are responsible for their teams, at the same time, they are beholden to their senior leadership—which can be exhausting. Many good leaders leave their company because they feel disregarded by their senior leadership in dealing their own mental health. They frankly have too much on their plate when it comes to managing the expectations and emotions of their subordinates and keeping them on task with the demands of productivity.
✔ Boosting the overall EQ of the team will provide support to good leaders with too much too manage.
Put DEI Training To Use.
Have you invested in DEI or sensitivity training?
Diversity, Equity and Inclusion training is great! Sensitivity training is important to give to your teams. However, the training only raises awareness of the topic which doesn’t quite instill a change or culture of belonging.
✔ To really imbed the DEI ideas into the business culture, repeated practice is needed. Organizations must make space for and encourage employees to “practice” in everyday conversations.